Change Management Practices and Performance of National Government Constituencies Development Funded Projects in Bomet East Constituency Bomet County, Kenya

Abstract

The initiation of the development projects at grassroots level have led to significant rise in wellbeing of citizens in the constituency and county at large. The general objective of this study was to assess change management practices and how it relates to performance of national government CDF funded projects in Bomet East constituency in Bomet County in Kenya. The specific objectives of the study were; to determine the influence of leadership on performance of the national development funded projects in Bomet East Constituency, Bomet County, to establish how stakeholder’s involvement influences the performance of the national development funded projects in Bomet East Constituency, Bomet County, to assess the influence of resources allocation on performance of the national development funded projects in Bomet East Constituency, Bomet County and to find out the extent to which monitoring and evaluation influences the performance of the national development funded projects in Bomet East Constituency, Bomet County. The study was anchored on Kotter’s 8 step model and the theory of planned change. The study adopted a Census research design targeting all CDFC members and officials managing CDF projects in each of the five wards in Bomet East constituency. The study utilized primary data. Primary data was collected using semi structured questionnaires. Data was analyzed using SPSS. Descriptive and inferential statistics were employed in the study. Analyzed data was presented in percentages, frequencies, mean and standard deviation. From the findings, the researcher can conclude that, change management practices through leadership, stakeholders’ involvement, resources, and monitoring and evaluation has a significant and positive composite effect on performance of NG-CDF in Bomet East Constituency. Leadership aspects that contribute to this performance includes leaders’ role model and championship capacity towards change management, ability to develop strategy, create mission, motivate people to achieve objectives, employees’ empowerment, and organizational culture change. The researcher therefore recommends that, NG-CDF leadership should observe change management practices by ensuring there is frequent stakeholders’ engagement, role model and championship capacity towards change management, ability to develop strategy, create mission, motivate people to achieve objectives, employees’ empowerment, and sound organizational culture change.